Citation

Lindsay DM, Schachter A, Porter JR, Sorge DC. Soc. Sci. Res. 2014; 47: 148-164.

Copyright

(Copyright © 2014, Elsevier Publishing)

DOI

10.1016/j.ssresearch.2014.03.006

PMID

unavailable

Abstract

Previous studies find that greater workplace diversity leads to higher degrees of conflict in low and medium-status workgroups. This paper examines whether similar dynamics operate in elite cohorts. We use data from a survey of White House Fellows (N = 475) to look at how the presence of parvenus--individuals from underrepresented groups in elite environments--change the rate at which fellows reported conflict with each other and with the director of the program. We find that there is no unified "parvenu experience." Analysis of the interaction between race and cohort diversity reveals inflection points consistent with Kanter's (1977) theory of tokenism, but the effects of increasing diversity diverge: for Hispanics, conflict with the director increases with diversity, while for Asians, conflict falls with diversity. While other groups' level of conflict with their peers stays roughly constant, Asians' reported level of conflict with their peers increases with diversity.